Chaining temporary contracts: When yes and when not
Posted: Sun Dec 15, 2024 9:43 am
The labor reform approved in 2021 modified the circumstances in which temporary contracts can be linked.
In this post we tell you what requirements must be met for this concatenation to occur and what happens if they are not met.
Temporary contracts, currently called fixed-term contracts , are those that have undergone the most changes following the labour reform. The aim of all the changes has been to limit temporary contracts and promote permanent contracts.
Start of marked textSHARE! Find out when it is and is not possible to chain temporary contracts.End of marked text
What is a temporary or fixed-term contract?
A temporary or fixed-term contract, according to its current name, is a contract that regulates an employment relationship between the employer and the employee for a specific period of time.
What types of temporary contracts exist?
Currently, since March 30, 2022, there are several types of temporary contracts:
The one celebrated due to production circumstances .
And the temporary replacement contract .
As regards temporary contracts signed before the labour reform, if they are fixed-term contracts, it will be necessary to wait until they complete their maximum duration.
If the contracts are for specific work and clinics email list services or temporary contracts due to market circumstances, accumulation of tasks or excess of orders signed from December 31, 2021 to March 30, 2022, they will have a duration of 6 months from their signature.
Requirements for the concatenation of temporary contracts
Company employees often suffer from a series of temporary contracts until they are hired permanently or their employment relationship ends.
The general rule is that if an employee is hired for a period of more than 18 months within a total period of 24 months, with or without interruption, for the same or different job with the same company or group of companies, through two or more contracts due to production circumstances, he or she will acquire the status of permanent worker. This general rule applies whether the company hires the worker directly or through a temporary employment agency (ETT).
General rule: if an employee is hired for a period of more than 18 months, within a period of 24 months, for the same or different position with the same company or group, with two or more contracts due to production circumstances, he or she will be considered permanent.
In this post we tell you what requirements must be met for this concatenation to occur and what happens if they are not met.
Temporary contracts, currently called fixed-term contracts , are those that have undergone the most changes following the labour reform. The aim of all the changes has been to limit temporary contracts and promote permanent contracts.
Start of marked textSHARE! Find out when it is and is not possible to chain temporary contracts.End of marked text
What is a temporary or fixed-term contract?
A temporary or fixed-term contract, according to its current name, is a contract that regulates an employment relationship between the employer and the employee for a specific period of time.
What types of temporary contracts exist?
Currently, since March 30, 2022, there are several types of temporary contracts:
The one celebrated due to production circumstances .
And the temporary replacement contract .
As regards temporary contracts signed before the labour reform, if they are fixed-term contracts, it will be necessary to wait until they complete their maximum duration.
If the contracts are for specific work and clinics email list services or temporary contracts due to market circumstances, accumulation of tasks or excess of orders signed from December 31, 2021 to March 30, 2022, they will have a duration of 6 months from their signature.
Requirements for the concatenation of temporary contracts
Company employees often suffer from a series of temporary contracts until they are hired permanently or their employment relationship ends.
The general rule is that if an employee is hired for a period of more than 18 months within a total period of 24 months, with or without interruption, for the same or different job with the same company or group of companies, through two or more contracts due to production circumstances, he or she will acquire the status of permanent worker. This general rule applies whether the company hires the worker directly or through a temporary employment agency (ETT).
General rule: if an employee is hired for a period of more than 18 months, within a period of 24 months, for the same or different position with the same company or group, with two or more contracts due to production circumstances, he or she will be considered permanent.